Senior Manager, Talent Acquisition

What You Bring

• 8 - 10+ years of recruiting experience, with at least 3 - 5 years managing and growing recruiting teams at a company in rapid growth.
• A proven track record of leading complex executive, senior-level, and hard-to-fill searches across technical, GTM, Creative, and G&A functions.
• Hands-on experience designing sourcing and talent attraction programs from the ground up. You’re fluent in employer brand, recruitment marketing, and modern recruiting tech, including LinkedIn Recruiter, ATS/CRM platforms, and AI-powered sourcing tools.
• Comfort with numbers. You use recruiting data to understand what’s working, anticipate hiring demand, and give leadership clear, actionable recommendations.
• Strong influence with senior leaders. You build credibility quickly, give candid advice, and aren’t afraid to challenge a hiring decision when it matters.
• A solid understanding of US recruiting compliance, and experience partnering with People, Legal, and other stakeholders.
• You thrive when things are moving fast: you’re comfortable with shifting priorities, ambiguity, and rolling up your sleeves.
• #LI-Hybrid

We Offer

Qualifications

• 8 - 10+ years of recruiting experience, with at least 3 - 5 years managing and growing recruiting teams at a company in rapid growth.
• A proven track record of leading complex executive, senior-level, and hard-to-fill searches across technical, GTM, Creative, and G&A functions.
• Hands-on experience designing sourcing and talent attraction programs from the ground up. You’re fluent in employer brand, recruitment marketing, and modern recruiting tech, including LinkedIn Recruiter, ATS/CRM platforms, and AI-powered sourcing tools.
• Comfort with numbers. You use recruiting data to understand what’s working, anticipate hiring demand, and give leadership clear, actionable recommendations.
• Strong influence with senior leaders. You build credibility quickly, give candid advice, and aren’t afraid to challenge a hiring decision when it matters.
• A solid understanding of US recruiting compliance, and experience partnering with People, Legal, and other stakeholders.
• You thrive when things are moving fast: you’re comfortable with shifting priorities, ambiguity, and rolling up your sleeves.
• We Offer
• Competitive compensation package.
• Flexible working hours and vacation policy.
• Product-driven culture that treasures talents and individual growth.
• Front-row seat and hands-on experience with cutting edge technologies in the evolving gaming field
• Nex is located in San Jose, California, USA and Hong Kong. Learn more about us at https://www.nexplayground.com/about.
• We encourage applications even if you don’t meet more than 50% of the requirements — we believe that experience comes in many forms!
• Nex is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex (including pregnancy, childbirth, gender identity, and sexual orientation), national origin, ancestry, age, physical or mental disability, medical condition, genetic information, marital status, military or veteran status, or any other characteristic protected by applicable law. This policy applies to all individuals at every stage of the employment relationship, including all current and prospective employees, and covers all employment decisions including recruitment, hiring, job assignment, promotion, compensation, benefits, training, discipline and termination.
• We are committed to providing a workplace free from discrimination and harassment and to fostering an inclusive environment for all employees.

Responsibilities

• The role is about 60% hands-on recruiting and 40% people leadership. As we scale, expect the balance to shift toward leadership.
• Recruit directly for executive, senior leadership, and hard-to-fill roles across technical, GTM, and G&A functions, from market mapping through closing.
• Lead the day-to-day of the US Talent Acquisition team, keeping recruiting priorities, resources, and capacity aligned with changing business needs.
• Coach, develop, and grow a team of recruiters. Set goals, drive accountability, and build their business acumen and influencing skills, while creating a team culture of ownership and continuous learning.
• Deliver against quarterly and annual hiring targets, with proactive pipelines for critical and hard-to-fill roles.
• Own the talent attraction strategy, using competitive intel, market research, targeted sourcing, and activations to build top-of-funnel pipeline in competitive markets.
• Act as a trusted advisor to hiring managers and business leaders on talent availability, market conditions, compensation expectations, and hiring approach.
• Challenge hiring assumptions and influence decisions on role requirements, leveling, interview process, and candidate selection.
• Use data to spot talent trends, benchmark against competitors, measure how well each sourcing channel works, and flag hiring risks and bottlenecks before they affect the business.